Older Workers, Perceptions about

Statistic # 801

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 16% of HR professionals reported their organization has seen "strained employee/manager relationships" due to eldercare issues. (Table 3, p.6)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Older Workers, Perceptions about

Statistic # 1684

Among employers responding to a 2007 national survey, approximately 20% indicated that it is "true/very true" that their employees [in all career stages] do not work well with supervisors of other generations.  For early career employees, 21.6% of employers reported this concern, compared to 17.7% for mid-career and and 22.4% for late-career employees. (p. 20)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 1685

Approximately 25% of employers responding to a 2007 national survey stated that it is "true/very true" that early-career  (26.5%) and late-career (25.3%) employees are difficult to train.  For mid-career employees, 19.7% reported that this concern. (p. 20)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 1856

In a 2007 survey of employees, 78% of Mature workers and 82% of Baby Boomers perceived computer use to be an "element of success in the workplace." In comparison, 79% of Generation X workers and 66% of Generation Y workers agreed. (Fig. 12, p. 17)

Generations are defined as: Generation Y = adults whose birth year falls between 1980 and 1988; Generation X = 1965 and 1979; Baby Boomer = 1946 and 1964; Mature = 1900 and 1945.

Ranstad Work Solutions. (2007). The world of work 2007. Rochester, NY: Harris Interactive, Inc. Retrieved January 24, 2008 from http://www.us.randstad.com/the%20world%20of%20work%202007.pdf

The findings in this report are based on 3,139 interviews conducted online by Harris Interactive in 2007. Among these are 1,251 employers and 1,888 employees in the United States. The sample for employees consisted of U.S. residents who are 18 years of age or older who are currently employed fulltime or self-employed in a company with at least five employees. For employers, the sample consisted of U.S. business professionals who are 18 years of age or older and who make strategic Human Resources decisions or strongly influence those decisions and have been doing so for at least six months...and who were employed in an organization with at least five employees.

Older Workers, Perceptions about

Statistic # 1857

In a 2007 survey of employees, 56% of Mature workers and 54% of Baby Boomers perceived "Management Skills" to be an element of success in the workplace. In comparison, 45% of Generation X and 28% of Generation Y workers perceived Management Skills to be important for workplace success. (Fig. 12, p. 17)

Generations are defined as: Generation Y = adults whose birth year falls between 1980 and 1988; Generation X = 1965 and 1979; Baby Boomer = 1946 and 1964; Mature = 1900 and 1945.

Ranstad Work Solutions. (2007). The world of work 2007. Rochester, NY: Harris Interactive, Inc. Retrieved January 24, 2008 from http://www.us.randstad.com/the%20world%20of%20work%202007.pdf

The findings in this report are based on 3,139 interviews conducted online by Harris Interactive in 2007. Among these are 1,251 employers and 1,888 employees in the United States. The sample for employees consisted of U.S. residents who are 18 years of age or older who are currently employed fulltime or self-employed in a company with at least five employees. For employers, the sample consisted of U.S. business professionals who are 18 years of age or older and who make strategic Human Resources decisions or strongly influence those decisions and have been doing so for at least six months...and who were employed in an organization with at least five employees.

Older Workers, Perceptions about

Statistic # 1858

In a 2007 survey of employees, 87% of Mature workers and 81% of Baby Boomers say they currently use a desktop computer for work. In comparison, 75% of Generation X and 71% of Generation Y workers report current desktop computer use. (Fig. 13, p. 19)

Generations are defined as: Generation Y = adults whose birth year falls between 1980 and 1988; Generation X = 1965 and 1979; Baby Boomer = 1946 and 1964; Mature = 1900 and 1945.

Ranstad Work Solutions. (2007). The world of work 2007. Rochester, NY: Harris Interactive, Inc. Retrieved January 24, 2008 from http://www.us.randstad.com/the%20world%20of%20work%202007.pdf

The findings in this report are based on 3,139 interviews conducted online by Harris Interactive in 2007. Among these are 1,251 employers and 1,888 employees in the United States. The sample for employees consisted of U.S. residents who are 18 years of age or older who are currently employed fulltime or self-employed in a company with at least five employees. For employers, the sample consisted of U.S. business professionals who are 18 years of age or older and who make strategic Human Resources decisions or strongly influence those decisions and have been doing so for at least six months...and who were employed in an organization with at least five employees.

Older Workers, Perceptions about

Statistic # 1906

According to a 2007 AARP report, 36.5% of workers 62 and older work in a setting that requires interpersonal skills, compared with 39.6% of workers ages 50-61, 36% of workers 26-49, and 20.6% of workers 25 and younger. (Table 3, p. 21)

Johnson, R. W., Mermin, G., & Resseger, M. (2007). Employment at older ages and the changing nature of work. Washington D.C.: AARP. Retrieved February 18, 2008 from http://www.aarp.org/research/work/employment/2007_20_work.html

This paper examines employment trends and the challenges older adults face in the workplace.The study used detailed occupational characteristics from the Occupational Information Network (O*NET) to examine job demands. It linked this information to individual workers in the March 1971 and March 2006 Current Population Surveys.

Older Workers, Perceptions about

Statistic # 2043

According to a 2008 WorldatWork report, "employees of the Traditionalist generation (ages 63 and older) are the most engaged in their jobs overall, with an 84% employee engagement level. The engagement levels of the other groups are within a relatively narrow range of 77%-80%," with baby boomers at 77%, Generation X at 78%, and Generation Y at 80%.

WorldatWork. Employee engagement differences across generations relatively small. Retrieved May 20, 2008, from http://www.worldatwork.org/waw/adimLink?id=25544

Sirota Survey Intelligence conducted a major study of cross-generational attitudes of more than 300,000 workers in more than 50 organizations that the employee attitude research firm surveyed during 2006 and 2007. The research included employees' overall satisfaction with their jobs, pride in working for their employers, whether they would recommend their organizations as a place to work, and their willingness to put forth extra effort.

Older Workers, Perceptions about

Statistic # 2045

According to a 2008 WorldatWork report, traditionalists (age 63 and older) with between two and five years tenure have an engagement level of 85%--10 percentage points higher than that for Generation Y and Baby Boomers (75%), and 9 percentage points higher than that for Generation X (76%)" with comparable tenure.

WorldatWork. Employee engagement differences across generations relatively small. Retrieved May 20, 2008, from http://www.worldatwork.org/waw/adimLink?id=25544

Sirota Survey Intelligence conducted a major study of cross-generational attitudes of more than 300,000 workers in more than 50 organizations that the employee attitude research firm surveyed during 2006 and 2007. The research included employees' overall satisfaction with their jobs, pride in working for their employers, whether they would recommend their organizations as a place to work, and their willingness to put forth extra effort.

Older Workers, Perceptions about

Statistic # 2136

When workers of different generations were asked the extent to which they agreed or disagreed (1=strongly disagree; 2=disagree; 3=neutral; 4=agree; 5=strongly agree) with the following perceptions about older workers,"the responses are significantly more negative with each successive generation, from Traditionalists to Generation Y: the ability of older workers to serve as mentors; seeing older workers as reliable; deeming them to be more productive than younger workers; seeing them as adaptable to new technology; eager for training; and flexible". (Fig 2. p. 4)




James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Generational differences in perceptions of older workers' capabilities (Issue Brief No. 12). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB12_OlderWorkers%20Capability.pdf

Using data gathered as part of a larger study comprising employees in 388 stores and 37 districts of a national, retail chain, perceptions of older workers across four generations were examined, while also studying the effects of these perceptions on the older workers themselves. (p. 3)

Older Workers, Perceptions about

Statistic # 2137

When workers of different generations were asked the extent to which they agreed or disagreed (1=strongly disagree; 2=disagree; 3=neutral; 4=agree; 5=strongly agree) with various perceptions about older workers, the older generations are more positive in their responses regarding older employees' ability to work well with younger supervisors and to be loyal to the company. (fig. 3, p. 4)




James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Generational differences in perceptions of older workers' capabilities (Issue Brief No. 12). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB12_OlderWorkers%20Capability.pdf

Using data gathered as part of a larger study comprising employees in 388 stores and 37 districts of a national, retail chain, perceptions of older workers across four generations were examined, while also studying the effects of these perceptions on the older workers themselves. (p. 3)

Older Workers, Perceptions about

Statistic # 2138

When workers of different generations were asked the extent to which they agreed or disagreed (1=strongly disagree; 2=disagree; 3=neutral; 4=agree; 5=strongly agree) with various perceptions about older workers, "the Baby Boom Generation agrees significantly less than do the other three groups that older workers are "respected," with no significant differences among the responses of the other three groups. Those from Generation X agree significantly less than those from the other three groups that older workers are interested in being promoted. In terms of perceiving that older workers are "just as likely to be promoted" as younger workers, the two older generations' responses did not differ significantly, however both the Traditionalists Generation and the Baby Boom Generation agree with this statement significantly less than those from generations X and Y do." (fig. 4, p. 5)




James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Generational differences in perceptions of older workers' capabilities (Issue Brief No. 12). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB12_OlderWorkers%20Capability.pdf

Using data gathered as part of a larger study comprising employees in 388 stores and 37 districts of a national, retail chain, perceptions of older workers across four generations were examined, while also studying the effects of these perceptions on the older workers themselves. (p. 3)

Older Workers, Perceptions about

Statistic # 2139

When workers of different generations were asked about their perceptions regarding opportunities for promotion for older workers and on their levels of employee engagement, employees from the three older generations who perceived equal promotion opportunities for older workers ranked significantly higher in employee engagement than those who did not. In comparison, the youngest group of employees, those from generation Y, reported significantly lower levels of employee engagement when they perceived workers over 55 had the same opportunities for promotion as younger workers. (fig. 5, p. 5)




James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Generational differences in perceptions of older workers' capabilities (Issue Brief No. 12). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB12_OlderWorkers%20Capability.pdf

Using data gathered as part of a larger study comprising employees in 388 stores and 37 districts of a national, retail chain, perceptions of older workers across four generations were examined, while also studying the effects of these perceptions on the older workers themselves. (p. 3)

Older Workers, Perceptions about

Statistic # 2140

When workers of different generations were asked about their perceptions regarding opportunities for promotion for older workers and on their levels of psychological well-being, employees among the two older generations who perceive equal opportunities for older workers scored significantly higher in well-being than those who perceive an unfair advantage for younger workers. (Fig. 6, p. 5)




James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Generational differences in perceptions of older workers' capabilities (Issue Brief No. 12). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB12_OlderWorkers%20Capability.pdf

Using data gathered as part of a larger study comprising employees in 388 stores and 37 districts of a national, retail chain, perceptions of older workers across four generations were examined, while also studying the effects of these perceptions on the older workers themselves. (p. 3)

Older Workers, Perceptions about

Statistic # 2168

When asked about whether or not they agreed that older workers were respected, were interested in promotion, or were like to get a promotion, Generation X, Generation Y, Baby Boomers, and Traditionalists all agreed the most that older workers were respected.  Gen. X and Gen. Y believed that older workers were more likely to be promoted than they were interested in promotions, and Baby Boomers and Traditionalists believed that olders workers were just as likely to be promoted as they were intersted in promotion.  (Fig. 4, p. 5)




James, J. B., Swanberg, J. E., & McKechnie, S. P. (2007). Generational differences in perceptions of older workers' capabilities (Issue Brief No. 12). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB12_OlderWorkers%20Capability.pdf

Using data gathered as part of a larger study comprising employees in 388 stores and 37 districts of a national, retail chain, perceptions of older workers across four generations were examined, while also studying the effects of these perceptions on the older workers themselves. (p. 3)

Older Workers, Perceptions about

Statistic # 2183

A 2008 analysis of a study of couples and careers "reveals that one in two older workers (those aged 50 and above) have a dependent child in the household and one in five of these workers have an adult child in the household." (fig.3, p. 3)




Sweet, S., & Joggerst, M. (2008). The interlocking careers of older workers and their adult children (Issue Brief No. 14). Chestnut Hill, MA: The Sloan Center on Aging and Work at Boston College. Retrieved from http://agingandwork.bc.edu/documents/IB14_InterlockingCareers.pdf

"Many findings discussed in this Issue Brief are the result of analysis of data from the Statistical Abstracts of the United States, the Cornell Couples and Careers Study (interviews with middle class dual earner couples in 1998-2001), and other sources relevant to family expenses." (p. 1)

Older Workers, Perceptions about

Statistic # 1683

Among employers responding to a 2007 national survey, approximately 20% that is was "true/very true" that their employees [in all career stages] do not work well with co-workers of other generations.  For early career employees, 20.8% of employers reported this concern, compared to 15.2% for mid-career and  and 20.7% for late-career employees. (p. 20)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 1674

According to a 2007 national study, late-career employees are thought to be less likely to take a lot of time from work to deal with personal of family issues, such as child care of eldercare compared to mid- and early-career employees. 26.9% of employers reported that it is "true/very true" that late career employees want to take time off for family care, compared to 33.9% for mid- and 29.6% for early-career. (p. 20)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 803

According to the 2003 Eldercare Survey conducted by the Society for Human Resource Management (SHRM), 9% of HR professionals reported their organization has seen "resentment from other employees" due to eldercare issues. (Table 3, p.6)

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Older Workers, Perceptions about

Statistic # 939

According to the "A Work-Filled Retirement" survey, "more than half of workers under the age of 35 believe that workers are old by the time they reach 55, and by the time a worker reaches age 60, more than three-fourths (77%) of those under 35 would identify the worker as old...Workers 55 and older are approximately half as likely as workers under 35 to claim a 60-year-old worker should be counted as old." (p.13)

Reynolds, S., Ridley, N., & Van Horn, C., Ph.D. (2005, August). A Work-Filled Retirement: Workers' Changing Views on Employment and Leisure. Worktrends, 8.1 (Summer '05).

“In this report, American workers across the nation describe their expectations of retirement and their views of how older workers are treated in the workplace…A total of 1,232 adults were interviewed for this survey. Respondents who worked full or part time, or who were unemployed and looking for work, received a complete interview. A total of 432 respondents who did not meet these criteria received a short interview that included demographic questions. The results of this report are based on a total of 800 complete interviews with members of the workforce, including 82 people who have retired from their primary job but remain in the workforce. The final results were weighted to match U.S. Census Bureau estimates for age, educational attainment, gender, and race.”

Older Workers, Perceptions about

Statistic # 1158

The 2006 "Center for Retirement Research Survey of Employer Attitudes Towards Older Workers" reports that "two-thirds of the employers surveyed said an older employee or prospect is neither more nor less attractive than someone younger." (p. 4)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1159

In the 2006 "Center for Retirement Research Survey of Employer Attitudes towards Older Workers," 51% of employers with 1000+ employees said that rank-and-file workers ages 55 and over were more costly than their younger counterparts, compared with 40% of employers with 100-1000 employees and 39% of employers with <100 employees. (Table 2, p. 4)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1160

In the 2006 "Center for Retirement Research Survey of Employer Attitudes Towards Older Workers," 46% of employers with 1000+ employees said that white-collar workers ages 55 and over were more costly than their younger counterparts, compared with 38% of employers with 100-1000 employees and 36% of employers with <100 employees. (Table 2, p. 4)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1161

In the 2006 "Center for Retirement Research Survey of Employer Attitudes Towards Older Workers" 46% of employers with 1000+ employees said that white-collar workers ages 55 and over were more productive than their younger counterparts, compared with 58% of employers with 100-1000 employees and  61% of employers with <100 employees.(Table 1, p.2)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1162

In the 2006 "Center for Retirement Research Survey of Employer Attitudes Towards Older Workers," 17% of employers with 1000+ employees said that white-collar workers ages 55 and over were more attractive than their younger counterparts, compared with 23% of employers with 100-1000 employees and 28% of employers with <100 employees.(Table 3, p.5)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1163

In the 2006 "Center for Retirement Research Survey of Employer Attitudes Towards Older Workers" 14% of employers with 1000+ employees said that rank-and-file workers ages 55 and over were more attractive than their younger counterparts, compared with 15% of employers with 100-1000 employees and 16% of employers with <100 employees.(Table 3, p.5)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1164

In the 2006 "Center for Retirement Research Survey of Employer Attitudes Towards Older Workers" 36% of employers with 1000+ employees said that rank-and-file workers ages 55 and over were more productive than their younger counterparts, compared with 46% of employers with 100-1000 employees and 35% of employers with <100 employees.(Table 1, p. 2)

Center for Retirement Research at Boston College. (2006, July). Employer attitudes towards older workers: Survey results. Chestnut Hill, MA: Munnell, A. H., Sass, S. and Soto, M. from http://www.bc.edu/centers/crr/issues/wob_3.pdf

"To get a better understanding of the employment prospects of older workers, the Center for Retirement Research at Boston College (CRR) conducted a survey of 400 private sector employers. These employers were asked to evaluate the relative productivity and cost of white-collar and rank-and-file workers age 55 and older and whether, on balance, older employees or job candidates were more of less attractive than their younger counterparts."

Older Workers, Perceptions about

Statistic # 1575

According to analysis of the National Study of the Changing Workforce, 46.7% of employers report  that older workers (late career) are more likely than employees at mid-life (mid career) and young employees (early career) to have more skills than are needed for a job.  36% of employers feel that older workers are more likely to want to lead and supervise than employees at the other two career stages.*



*Shen, C. (2007). [Analysis of the National Study of the Changing Workforce]. Unpublished raw data.



Pitt-Catsouphes, M., & Smyer, M. A. (2007). The 21st century multi-generational workplace (Issue Brief No. 09). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved November 1, 2007 from http://agingandwork.bc.edu/documents/IB09_MultiGenWorkplace_001.pdf



In this Issue Brief, we explore how age “matters” at the workplace; how perspectives about age differ according to chronological age, generation, life state and carreer stage; and the implications for managers who supervise young adult employees, employees at midlife, and older adult employees.

Older Workers, Perceptions about

Statistic # 1577

According to analysis of the National Study of the Changing Workforce, 15.8% of employers report the perception that their older (late career) workers are reluctant to try new technologies, compared to under 7% reporting this perception about younger workers.



Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved November 1, 2007 from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf



"This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older)." (p. 1)

Older Workers, Perceptions about

Statistic # 1580

According to data from the 2007 National Study of Business Strategy and Workforce Development, employers respond that is it "very true" that their older adult/late career employees have stronger professional networks (46.3%) and client networks (44.4%).  Fewer than 30% of employers feel that it is very true that their younger (early and mid-career) counterparts have such networks .




Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved November 1, 2007 from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf



"This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older)." (p. 1)

Older Workers, Perceptions about

Statistic # 1595

According to analysis of the National Study of Business Strategy and Workforce Development, employers were more likely to report the perception that late-career employees were reluctant to try new technology (44.0%), were more likely to be burned out (37.7%), and were more likely to be reluctant to travel (28.1%), compared to their perceptions about early- or mid-career employees. (p. 21)




Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf



The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 1596

According to the National Study of Business Strategy and Workforce Development, similar percentages of employers responded that it is "very true" that late-career employees take initiative (32.1%) as did those who reported that this is "very true" for early-career and mid-career employees, with 30.7% and 34.5% respectively. (p. 8)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf



The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 1673

According to a 2007 national study, 20.7% of employers responded that their late-career employees have high rates of absenteeism due to illness, compared to 16.9% of mid-career and 26.5% of early-career employees. (p. 20)

Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

Older Workers, Perceptions about

Statistic # 2249

According to a 2008 survey on internet use among workers, "employed internet users ages 18-29 are more than twice as likely to blog when compared with 30-49 year olds (20% vs. 9%). However, young adults are no more likely to report at-work tending to their blog; just 2% say they blog from work. Blog reading is also most prevalent among younger generations of employed internet users. One in three internet-using employees (33%) say they have read someone else's blog or online journal, and 11% report at least some at-work reading. However, among young working adults, 46% are blog readers, compared with 33% of 30-49 year olds and 25% of employed internet users ages 50-64. At-work blog reading is equally prevalent among all of these groups."


Madden, M., & Jones, S. (2008). Networked workers. Washington, DC: Pew Research Center. Retrieved from http://pewresearch.org/pubs/966/networked-workers

April 2008 results based on a sample of 807 "employed email users." The 2008 sample includes those who may use personal accounts for work-related email.